Anti-Intellectualism: Why We Hate the Smart Kids by: Grant Penrod

The football team from Mountain View High School won the Arizona State Championship last year. Again. Unbeknownst to the vast majority of the school’s student body, so did the Science Bowl Team, the Speech and Debate Team, and the Academic Decathlon team. The football players enjoyed the attentions of an enthralled school, complete with banners, assemblies, and even video announcements in their honor, a virtual barrage of praise and downright deification . As for the three champion academic teams, they received a combined total of around ten minutes of recognition, tacked onto the beginning of a sports assembly. Nearly all of the graduating seniors will remember the name and escapades of their star quarterback; nearly none of them will ever even realize that their class produced Arizona’s first national champion in Lincoln-Douglass Debate. After all, why should they? He and his teammates were “just the nerds.”

This instance finds plentiful company in the experiences of everyday life; intellectuals almost constantly see their efforts trivialized in the rush to lavish compliments elsewhere. However, such occurrences present only a faint silhouette of true anti-intellectualism; trivialization seems insignificant when compared with the outright disdain for the educated harbored by much of society. That academia’s proponents provoke the wrath of the populace is certain. As an illustration, a commenter under the screen name “ArCaNe” recently posted the following quote on an online discussion board: “Man how I hate nerds… if I ever had a tommygun with me… I would most probably blow each one of their… heads off” (ArCaNe). Were this statement alone in its extremism, it could be written off a joke. Unfortunately, it represents just one statement among countless similar sites and postings, a veritable cornucopia of evidence attesting to society’s distaste for...

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Human Resource plays a key role in designing the performance management framework. Human Resource role is manifold and each of these roles well played can be highly beneficial to the organization. However, as it is now, the people in the department do not seem up to par. In the article, "WhyWeHate HR," written by Keith H. Hammond, the author portrayed a negative stance on the department. He listed four reasons describing what is wrong with the Human Resource people. Based on those four main criticisms, three individual interviews were conducted to see either Hammond’s point of view is agreeable or not. The interviewees also have given their personal experiences and opinions when comparing their Human Resources to Hammond’s judgment, thinking theirs need improvement, or believing who really are at fault.
According to Hammond, he communicated and expanded on four main points to support his claim as follows:
1. Human Resource people aren't the sharpest tacks in the box. Human Resource people are often the dregs of the corporate world. Human Resource administrator get to those positions because they often can't handle jobs requiring more talent or imagination.
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...﻿
Analysis of “WhyWeHate HR”
Prepared for: Prof. Joseph Schmidt
COMM 211 (03)
Prepared by: Yang
11073077
October, 15, 2012
Analysis of “WhyWeHate HR”
In most organizations, human resources professionals drive the workforce of an organization to add value into the capital asset. As an essential asset, employees are attracted, selected, trained, assessed and rewarded by human resources management to contribute labor and expertise. In the meantime, human resources professional also oversee the organizational leadership to ensure the compliance with employment laws and labor regulation. This shows the critical role and function of human resources management (HRM) in an organization.
However, some concerns are articulated in the article “WhyWeHate HR”. The author did some research on the effectiveness and efficiency of HRM function, finding that the HRM does not do their own job virtually and accountably to maximize the human resources--finding the best hires, nurturing the stars, and fostering a productive work environment. Although some of the author’s points may be somewhat radical, some points are knowledgeable. In the following analysis, own opinions are presenting to analyze and evaluate the author’s arguments about the HR function in organizations.
HR People aren't the Sharpest Tacks in the Box (Disagree)
As I...

...Introduction:
The Issue here we are addressing in this assignment bellow is the problems of Human Resource Management, the author here has through the topic “Whywehate HR?”
Has come out with all Issues faced such by the human resource management – managers and their quite a number of times having the disconnect with the employees at most times.
He has started his case by bring up “why does human-resource do not do such a good job – and how can we fix it?, then he continues with the Sarcastic criticism of the general outlook of people towards HR – that the HR people just find a great excuse of partying – by calling it a HR leadership training program at the most expensive resorts. Considered by many as a waste of time.
Answering of Queries asked:
Analysis of the case and identifying the issues regarding the practice of HRM:
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... heck, that’s probably holding him to too high of a standard. Catchers aren’t supposed to be fast, they’re not supposed to be especially good hitters, and it’s a tough and taxing position to play.
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...WhyweHate HR?
To achieve the objectives of organization people performs certain activities; they are the one who made up organization and known as the human resource of an organization. The main concern of HRM is with establishing policies, managerial practices and workflow systems which influence the human resource of the organization. In other words, all decisions which influence the workforce of an organization are concerned with the HRM function within the company (Bernadin, 2007).
Human Resource Management function includes these basic activities selection and recruitment, training and development, performance appraisal, work design creation, job analysis, compensation system, Health and Safety benefit policies, succession planning and team-building of employees (Michael C. C. SZE, 1995).
Line managers use the tools, data and processes provided by HRM department in related area of job (Bernadin, 2007).
Organizational design and analysis of the firm starts Human resource acquirement. Organizational design is associated the placement of work tasks abided through interaction of people, technology and tasks executed retaining the strategic aims in focus.
Main HR function of staffing headed the Recruitment, employee selection, promotion and termination. To improve employee performance; team building etc the activities performed are part of performance management. Training and development of its employees is the another...

...The article WhyWeHate HR by Keith Hammonds, deputy editor for Fast Company, discusses the ineffectiveness human resources have on a company. He very boldly argues that HRM’s striving to become involved in strategic business planning and to have “a seat at the table” are inhibited by the routine functions of HR and administrative expectations (Hammonds, 2005, p. 1). Hammonds’ article develops claims that lead up to his conclusion that HR is a wasted talent for a company to utilize to gain differentiation, competiveness, and value. The critiques Hammonds used to define human resources can be used to explore the potential value and capabilities HR has to offer a business and possibilities of a company gaining in the HR area of the work force.
Hammonds argues that the focus on performance impedes on an organization’s ability to deliver value to employees and customers. “You’re only effective if you add value,” he quotes Dave Ulrich, “… you’re not measured by what you do but by what you deliver,” (Hammonds, p. 3). In order to achieve added value, organizations can consider adopting new HR practices. In R. Wayne Mondy’s Human Resource Management text book, the evolution of HR is discussed with a simple conclusion that there is no pattern for how human resource tasks are now achieved. The only certainty is that the previously identified HR functions must still be accomplished. Each company must choose the appropriate vehicle...